Cedar Falls Community School District
Executive Director of Human Resources
Cedar Falls Community School District, Cedar Falls, Iowa, United States, 50613
The Executive Director of Human Resources will report directly to the Superintendent of Schools, and is responsible for the administration of the district’s human resources and employee relations programs. This responsibility includes the establishment and maintenance of effective human resource practices, the formulation and administration of the district’s collective bargaining programs, and leadership of District’s employee and labor relations.
Specific Responsibilities:
To maintain an effective program of recruitment of prospective employees.
To coordinate the process of selection and assignment of staff.
To ensure effective practices are in place for orientation and on-boarding of new employees.
To serve as the affirmative action and equal employment opportunity officer, and maintain open communications with the affirmative action compliance officer on all matters of mutual concern.
To prepare monthly reports of employee actions to be recommended to the Board of Education.
To provide guidance to the Superintendent and the Board on Series 400 policies.
To ensure the District Employee Handbook is current, accessible and useful.
To maintain the employee records of the district.
To ensure compliance with the Board of Educational Examiners administrative rules and procedures.
To collect and compile data and submit accurate and timely reports to state and federal agencies including Fall BEDS Staff , EEO-5and OCR reports.
To serve as chief negotiator for management in collective bargaining. Assemble data for negotiations and prepare management’s proposals and counter proposals.
To keep management informed of collective bargaining matters, secure input regarding management’s positions, and provide staff development on matters of contract administration.
To prepare grievance responses and plan management’s positions for grievance arbitration.
To provide guidance and direction to administrators and supervisors dealing with employee performance and mis-conduct.
To conduct internal investigations.
To act as a representative of the superintendent in matters of termination recommendations.
To be knowledgeable of federal and state laws, court decisions, rulings of regulatory bodies and other sources of information relevant to employment matters and collective bargaining.
To administer the District pre-employment and Department of Transportation random drug and alcohol testing program serving as the Designated Employer Representative (DER). Ensure administrators and supervisors receive initial and ongoing “reasonable suspicion” training and maintain training records.
To administer the employee assistance programs.
To maintain a complete set of job descriptions for all licensed and classified positions in the district.
To serve as a Level I investigator to investigate complaints regarding abuse of elementary or secondary students by school employees and volunteers.
To coordinate the scheduling and reporting of the employee evaluation programs.
To provide input and advice on the design, delivery and administration of the teacher mentoring program and the Teacher Leadership and Compensation (TLC) program.
Establish and maintain relationship with UEN HR Directors and be an active and influential leader in the Iowa Association of School Personnel Administrators (IASPA).
Employment/Title IX-Educational Equity Coordinator Responsibilities:
Develop and maintain a working knowledge of Title IX (gender equity), Section 504 and Americans with Disability Act (disability equity), Title VI of the Civil Rights Act (race/national origin equity) and relevant laws of the State of Iowa.
Ensure the Cedar Falls Community School District has the required Board policies and grievance procedures in place.
Ensure that information about the non-discrimination polices, harassment/bullying/hazing policies, the name and contact information for the Equity Coordinator, and information about the related grievance procedure is disseminated annually to the Board of Education, administrators, all employees, students, parents, and applicants for employment. This information must be included in all major annual publications and the school district’s website.
Arrange for the training of staff and students that will make them aware of their rights under the legislation as well as assist them to carry out their responsibilities under the law.
Facilitate the grievance process and ensure prompt and effective processing of complaints filed through the Board of Education’s civil rights grievance procedure.
Monitor the Cedar Falls Community School District’s compliance with any legislation requiring:
The analysis of disaggregated student achievement data,
Building and course enrollment data,
Student activity data,
Employment and personnel data,
Attendance center and district level handbooks,
Representation of sub-groups on District Committees, and
Conducting periodic surveys of parents, students, and staff regarding issues related to equity.
A minimum of a Bachelor's degree in human resources, public administration, business administration, or a related field, and at least five years of increasingly responsible supervisory/management/leadership experience, preferably in a governmental setting. PHR, SHRM-CP, and/or pHCLE certification desired.
Compensation: Regionally competitive based on experience
Specific Responsibilities:
To maintain an effective program of recruitment of prospective employees.
To coordinate the process of selection and assignment of staff.
To ensure effective practices are in place for orientation and on-boarding of new employees.
To serve as the affirmative action and equal employment opportunity officer, and maintain open communications with the affirmative action compliance officer on all matters of mutual concern.
To prepare monthly reports of employee actions to be recommended to the Board of Education.
To provide guidance to the Superintendent and the Board on Series 400 policies.
To ensure the District Employee Handbook is current, accessible and useful.
To maintain the employee records of the district.
To ensure compliance with the Board of Educational Examiners administrative rules and procedures.
To collect and compile data and submit accurate and timely reports to state and federal agencies including Fall BEDS Staff , EEO-5and OCR reports.
To serve as chief negotiator for management in collective bargaining. Assemble data for negotiations and prepare management’s proposals and counter proposals.
To keep management informed of collective bargaining matters, secure input regarding management’s positions, and provide staff development on matters of contract administration.
To prepare grievance responses and plan management’s positions for grievance arbitration.
To provide guidance and direction to administrators and supervisors dealing with employee performance and mis-conduct.
To conduct internal investigations.
To act as a representative of the superintendent in matters of termination recommendations.
To be knowledgeable of federal and state laws, court decisions, rulings of regulatory bodies and other sources of information relevant to employment matters and collective bargaining.
To administer the District pre-employment and Department of Transportation random drug and alcohol testing program serving as the Designated Employer Representative (DER). Ensure administrators and supervisors receive initial and ongoing “reasonable suspicion” training and maintain training records.
To administer the employee assistance programs.
To maintain a complete set of job descriptions for all licensed and classified positions in the district.
To serve as a Level I investigator to investigate complaints regarding abuse of elementary or secondary students by school employees and volunteers.
To coordinate the scheduling and reporting of the employee evaluation programs.
To provide input and advice on the design, delivery and administration of the teacher mentoring program and the Teacher Leadership and Compensation (TLC) program.
Establish and maintain relationship with UEN HR Directors and be an active and influential leader in the Iowa Association of School Personnel Administrators (IASPA).
Employment/Title IX-Educational Equity Coordinator Responsibilities:
Develop and maintain a working knowledge of Title IX (gender equity), Section 504 and Americans with Disability Act (disability equity), Title VI of the Civil Rights Act (race/national origin equity) and relevant laws of the State of Iowa.
Ensure the Cedar Falls Community School District has the required Board policies and grievance procedures in place.
Ensure that information about the non-discrimination polices, harassment/bullying/hazing policies, the name and contact information for the Equity Coordinator, and information about the related grievance procedure is disseminated annually to the Board of Education, administrators, all employees, students, parents, and applicants for employment. This information must be included in all major annual publications and the school district’s website.
Arrange for the training of staff and students that will make them aware of their rights under the legislation as well as assist them to carry out their responsibilities under the law.
Facilitate the grievance process and ensure prompt and effective processing of complaints filed through the Board of Education’s civil rights grievance procedure.
Monitor the Cedar Falls Community School District’s compliance with any legislation requiring:
The analysis of disaggregated student achievement data,
Building and course enrollment data,
Student activity data,
Employment and personnel data,
Attendance center and district level handbooks,
Representation of sub-groups on District Committees, and
Conducting periodic surveys of parents, students, and staff regarding issues related to equity.
A minimum of a Bachelor's degree in human resources, public administration, business administration, or a related field, and at least five years of increasingly responsible supervisory/management/leadership experience, preferably in a governmental setting. PHR, SHRM-CP, and/or pHCLE certification desired.
Compensation: Regionally competitive based on experience